Personality

Personality

Personality is a psychological construct that describes how individuals think and act, respond to rewards and punishment, process information and, make sense of the environment. The defining characteristics of personality can be summarised as:

  • Organising systems of emotions, thoughts and behaviour;
  • Stable (consistent) over time
  • Rooted in biological and neurological structure
  • Measurable by psychological tests

 

Why Personality?

Personality is a stable psychological construct that governs thoughts, emotions and behaviour. Personality changes little from early through late adulthood, and thus is a strong predictor of performance and potential at work. Few psychological constructs are both stable in the long term and strong predictors of performance.

 

First: Personality is relatively stable from early adulthood onward. It cannot be learned or taught, so is not a primary career dimension of potential. It is an important constant, so it is useful as an early indicator;

Second: Personality is rooted in neurological structures. Brain structures and biochemistry are linked to personality, although it is not as simple as specific personality traits existing in certain ‘areas’ of the brain. This is still an area of ongoing research;

Third: Personality traits interact to influence behaviour, moods and thoughts. Although each is described individually, they are not (to use the statistical term) orthogonal. When considering two personality combinations, a ‘High A, High B’ compared with a ‘High A, Low B’ can manifest very differently in the workplace. Although the two are similar in ‘A’ and different in ‘B’, and may be compared as such, there are important differences between personality traits. Interactions create unique patters of thoughts and behaviours;

Fourth: Some personality traits may be better suited to certain careers, but not all personality traits are exclusively required for a job, task or career in the same way as knowledge or experience.

Excerpt from MacRae & Furnham (2014) High Potential

The High Potential Traits Inventory (HPTI) offers a unique and nuanced opportunity to predict both performance and potential at work. Measuring personality traits as stable characteristics distinguishes what cannot be taught or changed (personality) from that which can be taught, knowledge and experience.

Feature Product: HPTI Leadership Capacity Report

Identifying and developing the right people The High Potential Traits Inventory (HPTI) is a six-factor measure of personality traits in the workplace. The Leadership Capacity Report compares individual scores with an Ideal Candidate Profile for Leadership.

 

The HPTI is that it has been designed, modified and validated focusing on behaviour, performance and potential at work. Psychometric testing with thousands of professionals across industries, sectors and responsibilities has led to the creation of the HPTI Leadership Capacity Report. It is designed to highlight strengths and capacity for leadership. The HPTI provides an accurate, scientifically validated measure of six traits that directly influence individual's work.

 

The report identifies key traits that help to understand how people think and act in business and at work. Strengths, weaknesses and opportunities for development along with leadership tips explain how to cultivate and develop high potential amongst leaders. 

Contact Us to request a consultation with a HPTI Certified Consultant.

 

 

 

 

The HPTI Leadership Capacity Report provides a results dashboard which is a snapshot into the personality profile. It then provides detailed about each specific personality trait, how the traits are related to leadership capacity and competencies, along with tips for improving leadership potential.

Conscientiousness: characterized by self-discipline, organization and ability to moderate one's own impulses.

 

Adjustment: characterized by emotional resilience, even-temperedness and positive self-image.

 

Curiosity: characterized by seeking new information, methods and ideas for getting the job done.

 

Risk Approach: characterized by seeking new information, methods and ideas for getting the job done.

 

Ambiguity Acceptance: characterized by thriving in complex, challenging or ambiguous environments.

 

Competitiveness: characterized by an adaptive and constructive desire to improve performance.